Kansas employment rules for employers

Kansas' minimum wage is $7.25 per hour; the state law excludes employment subject to the federal FLSA. (State Minimum Wage Laws (U.S. DOL Wage and Hour Division table, updated July 1, 2026))

“Kansas Basic Minimum Rate (per hour): $7.25 The State law excludes from coverage any employment that is subject to the federal Fair Labor Standards Act.”

“(2) on and after January 1, 2010, employee wages shall be paid at a rate of not less than $7.25 an hour.”

dol.gov · ksrevisor.org

Kansas employers must pay all wages due at least once each calendar month, on regular paydays designated in advance. (State Payday Requirements (U.S. DOL Wage and Hour Division table, January 1, 2023))

“Kansas X Kentucky X”

“(a) Every employer shall pay all wages due to the employees of the employer at least once during each calendar month, on regular paydays designated in advance by the employer.”

dol.gov · ksrevisor.org

When an employer discharges an employee, earned wages must be paid no later than the next regular payday on which the employee would have been paid if still employed, through regular pay channels or by mail if the employee requests it. (K.S.A. 44-315(a))

“(a) Whenever an employer discharges an employee or whenever an employee quits or resigns, the employer shall pay the employee's earned wages not later than the next regular payday upon which he or she would have been paid if still employed as provided under K.S.A. 44-314 either through the regular pay channels or by mail postmarked within the deadlines herein specified if requested by the employee.”

“(a) Whenever an employer discharges an employee or whenever an employee quits or resigns, the employer shall pay the employee's earned wages not later than the next regular payday upon which he or she would have been paid if still employed as provided under K.S.A. 44-314 either through the regular pay channels or by mail postmarked within the deadlines herein specified if requested by the employee.”

ksrevisor.org · kslegislature.org

When an employee quits or resigns, earned wages must be paid no later than the next regular payday on which the employee would have been paid if still employed, through regular pay channels or by mail if the employee requests it. (K.S.A. 44-315(a))

“(a) Whenever an employer discharges an employee or whenever an employee quits or resigns, the employer shall pay the employee's earned wages not later than the next regular payday upon which he or she would have been paid if still employed as provided under K.S.A. 44-314 either through the regular pay channels or by mail postmarked within the deadlines herein specified if requested by the employee.”

“(a) Whenever an employer discharges an employee or whenever an employee quits or resigns, the employer shall pay the employee's earned wages not later than the next regular payday upon which he or she would have been paid if still employed as provided under K.S.A. 44-314 either through the regular pay channels or by mail postmarked within the deadlines herein specified if requested by the employee.”

ksrevisor.org · kslegislature.org

Kansas recognizes common-law retaliatory discharge claims as a public policy exception to at-will employment, notably for exercising workers' compensation rights and for good-faith whistleblowing; the claim is unavailable where an adequate alternative statutory remedy exists. (Debus v. Burlington Northern & Santa Fe Railway Co., No. 2:15-cv-09121-JAR (D. Kan. Jan. 14, 2016))

“The Kansas Supreme Court, however, has recognized an exception to the at-will employment doctrine for retaliatory discharge”

“Kansas Supreme Court has recognized retaliatory discharge for whistleblowing as an actionable tort.”

govinfo.gov · govinfo.gov

Kansas recognizes that an employer can create an implied-in-fact contract limiting at-will termination through representations in an employment manual or other sources (Morriss v. Coleman Co.); the question is the parties' intent, judged from all the circumstances. (Taylor v. Home Depot USA, Inc., No. 6:05-cv-01300-WEB (D. Kan. Mar. 20, 2007), citing Morriss v. Coleman Co., 241 Kan. 501, 738 P.2d 841 (1987))

“The Kansas courts have recognized that an employer can create an “implied-in-fact” contract based upon representations made in an employment manual or other sources.”

“Kansas is an at-will employment jurisdiction, meaning that absent an express or implied contractual agreement an employer is free to terminate employment at will.”

govinfo.gov · govinfo.gov